My Dear HR Fellows,
Good morning to all.
I have one query, please solve it:
My boss is telling me to start a quarterly appraisal system for sales employees, and he wants to track them based on the target versus achievement.
Can anyone suggest what I can do now? What is the best procedure to track their performance?
Thanks and regards,
Abhishek Tiwari
From India, Pune
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73Good morning to all.
I have one query, please solve it:
My boss is telling me to start a quarterly appraisal system for sales employees, and he wants to track them based on the target versus achievement.
Can anyone suggest what I can do now? What is the best procedure to track their performance?
Thanks and regards,
Abhishek Tiwari
From India, Pune
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Hi Abhishek, How many memebres are there in your Sales team?. and do u have a performance review form to assess there targets? Regards, Kavitha
From India, Madras
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From India, Madras
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You would be having KRA for all the employees, right? Then why should we mention all the components here? I would suggest you to give a three-column layout with the following:
1. Previous rating
2. Current rating
3. Expected rating
for all the components. This way, it would be easier for you to track and assess the performance. Do you have your Performance Review form in Word format?
Regards,
Kavitha
From India, Madras
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1. Previous rating
2. Current rating
3. Expected rating
for all the components. This way, it would be easier for you to track and assess the performance. Do you have your Performance Review form in Word format?
Regards,
Kavitha
From India, Madras
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Yes, I have the Key Result Areas (KRAs) of each employee.
Kavi, I can't get a word from you about ratings. I think the previous rating is for the last quarter, the current rating is for the existing quarter, and the expected rating is for the upcoming quarter. Is that correct?
Yes, I have this in Word format.
From India, Pune
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Kavi, I can't get a word from you about ratings. I think the previous rating is for the last quarter, the current rating is for the existing quarter, and the expected rating is for the upcoming quarter. Is that correct?
Yes, I have this in Word format.
From India, Pune
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Yes exactly the same i ment reg rating. and it would be more easy for u if u convert this format to a excel sheet... have i answered ur question? Regards, Kavitha
From India, Madras
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From India, Madras
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Dear Abhishek,
All this is fine. Do you have any CRM software to track the number of calls made, number of inquiries generated, hit ratio between inquiries generated versus orders booked, and order lost analysis? When you have all these data ready with you, you can translate these inputs into your appraisal system. Since your sales team size is large, tracking all of them will be a Himalayan task. My suggestion would be for you to consider using software that can track the activities, and output will be generated. Based on this, you can evolve an appraisal system.
Thank you.
From United States,
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All this is fine. Do you have any CRM software to track the number of calls made, number of inquiries generated, hit ratio between inquiries generated versus orders booked, and order lost analysis? When you have all these data ready with you, you can translate these inputs into your appraisal system. Since your sales team size is large, tracking all of them will be a Himalayan task. My suggestion would be for you to consider using software that can track the activities, and output will be generated. Based on this, you can evolve an appraisal system.
Thank you.
From United States,
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Dear Suresh,
Thank you so much for sharing your knowledge. Yes, we have the CRM software and we can generate all details that you have mentioned. It is indeed a Himalayan task, you are absolutely right, but there are other members in my team, so it is not as tough for me.
I am thinking the same as you, I am working on this in the same manner, but I was a little bit confused about whether it would be effective for me or not. Now, I am getting confident that it should be good.
Thanks a lot, Suresh, for sharing your knowledge with me. I hope you will keep sharing with us in the future. If you have any other relevant information, please share.
Abhishek
From India, Pune
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Thank you so much for sharing your knowledge. Yes, we have the CRM software and we can generate all details that you have mentioned. It is indeed a Himalayan task, you are absolutely right, but there are other members in my team, so it is not as tough for me.
I am thinking the same as you, I am working on this in the same manner, but I was a little bit confused about whether it would be effective for me or not. Now, I am getting confident that it should be good.
Thanks a lot, Suresh, for sharing your knowledge with me. I hope you will keep sharing with us in the future. If you have any other relevant information, please share.
Abhishek
From India, Pune
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First, decide on the parameters on which the performance of sales guys will be assessed. In my opinion, these could be:
1. Understanding of the product or services offering to the client
2. Sales achieved in a quarter (Target vs. Achieved)
3. Number of new clients acquired (New Accounts)
4. Client handling capabilities
5. After-sales support
6. Communication skills
7. Presentation skills
8. Personality
Now, assign weights to each parameter and rate accordingly.
Regards,
Ashish
From India, Delhi
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1. Understanding of the product or services offering to the client
2. Sales achieved in a quarter (Target vs. Achieved)
3. Number of new clients acquired (New Accounts)
4. Client handling capabilities
5. After-sales support
6. Communication skills
7. Presentation skills
8. Personality
Now, assign weights to each parameter and rate accordingly.
Regards,
Ashish
From India, Delhi
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Hi,
I hope my answer will be useful. I think your performance rating should come from your department action plan. You can take the company strategic/operational plan, extract all the planned projects and initiatives for this year. Put a simple Balanced Scorecard (BSC) quadrant for your department. Start filling the quadrants with some good performance indicators to address the items extracted from the company plan. Now, you can provide ratings for these and prepare an action plan for your department. While preparing the action plan, assign your department employees (individual or pool) to each action. Provide some achievable performance standards (in %) for each action. Brainstorm by asking them to provide their ability to achieve these actions in %. Now you can sit and prepare the ratings for each action based on the % to achieve and % that can be achieved by the employee.
This way, you can actually tie the performance of the individual employee to the department goals and achievements and eventually company plans and achievements for the fiscal year. While doing this, the exercise will help you identify the skill gap of the department staff which will eventually feed into your yearly department training plan.
The chain reaction will go on and on from here.
Stay Blessed,
Hepzi
From Trinidad and Tobago, Mucurapo
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I hope my answer will be useful. I think your performance rating should come from your department action plan. You can take the company strategic/operational plan, extract all the planned projects and initiatives for this year. Put a simple Balanced Scorecard (BSC) quadrant for your department. Start filling the quadrants with some good performance indicators to address the items extracted from the company plan. Now, you can provide ratings for these and prepare an action plan for your department. While preparing the action plan, assign your department employees (individual or pool) to each action. Provide some achievable performance standards (in %) for each action. Brainstorm by asking them to provide their ability to achieve these actions in %. Now you can sit and prepare the ratings for each action based on the % to achieve and % that can be achieved by the employee.
This way, you can actually tie the performance of the individual employee to the department goals and achievements and eventually company plans and achievements for the fiscal year. While doing this, the exercise will help you identify the skill gap of the department staff which will eventually feed into your yearly department training plan.
The chain reaction will go on and on from here.
Stay Blessed,
Hepzi
From Trinidad and Tobago, Mucurapo
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Hi, I have been assigned the same project...If you have got something on this can u pl. share it with me...it would be of great help..... Hope to get a positive reply regards
From India, Pune
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From India, Pune
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Dear Seniors, I am working as HR manager with a Real Estate company. so anybody help me to make a good car policy as well as mobile policy for employees as lebalwise.
From India, Gurgaon
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From India, Gurgaon
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Dear Abhishek Tiwari,
Please inform your manager that Quarterly reviews will not give a good picture of your company. Instead, you can adopt Half-Yearly reviews and Annual reviews. You can measure the following for the track record:
1. KRA 1 - Number of Existing clients vs. Clients increased in the current quarter.
Revenue generated in this current quarter. Comparison with the previous quarter / previous year's quarter. Benchmark that.
You can add more tasks as per the needs of the function, such as retention of customers, initiatives taken by the employees, etc. It would also be beneficial to maintain a tracker for the past records of every employee. This will help in the final assessment of the employee.
Regards,
Srinivas Gannavarapu
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MY DEAR HR FELLOWS,
GOOD MORNING TO ALL.
I HAVE ONE QUERY, PLEASE SOLVE IT:
My boss is telling me to start a quarterly appraisal system for sales employees, and he wants to track them based on targets vs. achievements. Can anyone suggest what I can do now? What is the best procedure to track their performance?
Thanks and regards,
Abhishek Tiwari
From India, Hyderabad
Acknowledge(0)Amend(0)
Please inform your manager that Quarterly reviews will not give a good picture of your company. Instead, you can adopt Half-Yearly reviews and Annual reviews. You can measure the following for the track record:
1. KRA 1 - Number of Existing clients vs. Clients increased in the current quarter.
Revenue generated in this current quarter. Comparison with the previous quarter / previous year's quarter. Benchmark that.
You can add more tasks as per the needs of the function, such as retention of customers, initiatives taken by the employees, etc. It would also be beneficial to maintain a tracker for the past records of every employee. This will help in the final assessment of the employee.
Regards,
Srinivas Gannavarapu
---
MY DEAR HR FELLOWS,
GOOD MORNING TO ALL.
I HAVE ONE QUERY, PLEASE SOLVE IT:
My boss is telling me to start a quarterly appraisal system for sales employees, and he wants to track them based on targets vs. achievements. Can anyone suggest what I can do now? What is the best procedure to track their performance?
Thanks and regards,
Abhishek Tiwari
From India, Hyderabad
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Hi Abhi,
We have a unique software called eTracker, which we use for performance tracking of employees. We have been using it for quite some time now, and it's very good. You can give it a try if you wish to.
Contact me on my cell for any other details: 9901987332.
From India, Bangalore
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We have a unique software called eTracker, which we use for performance tracking of employees. We have been using it for quite some time now, and it's very good. You can give it a try if you wish to.
Contact me on my cell for any other details: 9901987332.
From India, Bangalore
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Hi Abhishek,
I need your advice. We have conducted the Mid-Year Performance Review in our organization for the first time for salespeople, and a few individuals have been identified as low performers, failing to achieve their targets. We are now planning to conduct one-to-one counseling sessions, which we have named a Personal Development Program. Could you suggest the areas to be discussed during these sessions? I have been tasked with designing a form for the Personal Development Program. Please reply if you can help with the aforementioned query.
Thank you.
From India, Pune
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I need your advice. We have conducted the Mid-Year Performance Review in our organization for the first time for salespeople, and a few individuals have been identified as low performers, failing to achieve their targets. We are now planning to conduct one-to-one counseling sessions, which we have named a Personal Development Program. Could you suggest the areas to be discussed during these sessions? I have been tasked with designing a form for the Personal Development Program. Please reply if you can help with the aforementioned query.
Thank you.
From India, Pune
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Hi Archana,
It's a good idea that you are going for the counseling on an individual basis. It's a good initiative. I can help you in this way. Give me your email ID, and I'll send you the personal development program format. I know it will help you a lot. Whether I have also implemented the same program in my organization.
From India, Pune
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It's a good idea that you are going for the counseling on an individual basis. It's a good initiative. I can help you in this way. Give me your email ID, and I'll send you the personal development program format. I know it will help you a lot. Whether I have also implemented the same program in my organization.
From India, Pune
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Performance appraisal for sales exe.doc
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